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All Journal Jurnal Dimensi EQUILIBIRIA Measurement : Jurnal Akuntansi Jurnal Akuntansi dan Pajak International Journal of Artificial Intelligence Research Jurnal Organisasi Dan Manajemen Minda Baharu Jurnal MEBIS (Manajemen dan Bisnis) Proceeding of National Conference on Accounting & Finance BENING Indonesian Journal of Law and Economics Review Society : Jurnal Pengabdian dan Pemberdayaan Masyarakat Multidiciplinary Output Research for Actual and International Issue (Morfai Journal) International Journal of Social Science, Educational, Economics, Agriculture Research, and Technology (IJSET) Jurnal Locus Penelitian dan Pengabdian Jurnal Manajemen, Organisasi, Dan Bisnis Eduvest - Journal of Universal Studies Realible Accounting Journal PROCEEDING OF INTERNATIONAL CONFERENCE ON BUSINESS MANAGEMENT AND ACCOUNTING IIJSE Global Digital
Catur Fatchu Ukhriyawati
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Religion Aerospace Engineering Agriculture, Biological Sciences & Forestry Arts Humanities Automotive Engineering Chemical Engineering, Chemistry & Bioengineering Civil Engineering, Building, Construction & Architecture Computer Science & IT Decision Sciences, Operations Research & Management Economics, Econometrics & Finance Education Electrical & Electronics Engineering Energy Engineering Environmental Science Health Professions Languange, Linguistic, Communication & Media Law, Crime, Criminology & Criminal Justice Library & Information Science Materials Science & Nanotechnology Mathematics Neuroscience Social Sciences Other

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STRENGTHENING EMPLOYEE COMMITMENT THROUGH FLEXIBLE WORK MODELS AND SUSTAINABLE HR PRACTICES IN INDONESIA STARTUPS Iswahyudi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20158805

Abstract

This study examines the role of flexible work models and sustainable HR practices in enhancing employee commitment within Indonesian startups. As startups face increasing challenges in attracting and retaining talent, alternative HR strategies have become essential. Using a quantitative research approach, data were collected from employees across various startup sectors to analyze the relationship between flexible work arrangements, sustainable HR practices, and employee commitment. The findings indicate that flexible work models, such as remote and hybrid arrangements, positively influence work-life balance and autonomy, thereby strengthening affective commitment. Additionally, sustainable HR practices that emphasize employee well-being, fairness, and development further enhance engagement and retention. The study also finds that the combined implementation of flexibility and sustainability yields stronger outcomes than either approach alone. These results contribute to existing literature by integrating flexibility and sustainability within a single framework, particularly in the context of emerging startup ecosystems. The study provides practical implications for startup leaders in designing effective HR strategies. Overall, it highlights the importance of aligning organizational practices with employee expectations to foster long-term commitment and organizational success.
NEUROINCLUSION AT WORK: TRANSLATING NEUROSCIENCE INTO PRACTICAL HR POLICIES FOR COGNITIVE DIVERSITY Edo Saputra; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 6 (2026): MAY
Publisher : RADJA PUBLIKA

Show Abstract | Download Original | Original Source | Check in Google Scholar | DOI: 10.5281/zenodo.20177926

Abstract

The increasing recognition of neurodiversity in the workplace has highlighted the need for more inclusive and adaptive human resource management practices. This study explores the concept of neuroinclusion and examines how insights from neuroscience can be translated into practical HR policies that support cognitive diversity. Drawing on a qualitative and conceptual research design, the study integrates literature from neuroscience, organizational behavior, and HR management to develop a framework for neuroinclusive workplaces. The findings indicate that traditional HR systems often fail to accommodate diverse cognitive profiles, creating barriers for neurodivergent individuals. By incorporating neuroscience-informed approaches into recruitment, performance management, and workplace design, organizations can create more inclusive environments that enhance employee engagement and performance. The study also highlights the importance of governance mechanisms, such as the algorithmic auditor, in ensuring ethical and transparent use of AI in HR systems. The proposed framework emphasizes flexibility, individualized support, and continuous learning as key components of neuroinclusion. This research contributes to both theory and practice by offering actionable insights for organizations seeking to integrate cognitive diversity into their strategies. It concludes that neuroinclusion is essential for fostering innovation, equity, and long-term organizational success.
GREEN HUMAN RESOURCE MANAGEMENT: INTEGRATING SUSTAINABILITY INTO PERFORMANCE MANAGEMENT AND EMPLOYEE VALUE PROPOSITIONS Rika Yusman; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

Green Human Resource Management (GHRM) has emerged as an important organizational strategy for integrating sustainability into human resource practices and organizational management systems. This study employs a narrative literature review approach to examine the role of GHRM in integrating sustainability into performance management and employee value propositions. The findings indicate that green HR practices such as green recruitment, environmental training, sustainable reward systems, and green performance management contribute positively to organizational sustainability, employee engagement, and operational efficiency. The study also reveals that sustainability-oriented Employee Value Proposition (EVP) enhances employee attraction, satisfaction, and organizational loyalty, particularly among employees who value environmentally responsible workplaces. Furthermore, integrating environmental objectives into performance management systems encourages accountability and environmentally responsible employee behavior. However, challenges related to organizational resistance, performance measurement, and sustainability implementation remain significant. This study contributes to the literature on sustainable HRM by providing insights into the relationship between GHRM, sustainability performance, and employee outcomes in modern organizations.
STRATEGIC HUMAN RESOURCE MANAGEMENT IN THE DIGITAL ERA: ALIGNING TALENT WITH ORGANIZATIONAL GOALS Yudi Kurniadi; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

The digital era has transformed the role of human resource management (HRM) from a primarily administrative function to a strategic driver of organizational success. This study examines how strategic human resource management (SHRM) practices align talent with organizational goals in digital contexts. Using a narrative review methodology, relevant literature on SHRM, digital transformation, and talent alignment was analyzed to identify key trends, challenges, and best practices. Findings indicate that the adoption of digital tools, including artificial intelligence, HR analytics, and digital learning platforms, enables organizations to optimize recruitment, performance management, and workforce planning. These tools facilitate data-driven decision-making, enhance employee engagement, and improve alignment between individual competencies and strategic objectives. However, challenges such as resistance to change, skill gaps, and fragmented HR systems remain significant barriers to effective implementation. The study highlights that organizations integrating digital technologies with SHRM frameworks achieve higher productivity, better talent utilization, and stronger competitive advantage. Implications for HR managers include investing in digital solutions, strategic workforce planning, and continuous feedback systems to enhance talent alignment. The review contributes to both theory and practice by illustrating how SHRM in digital environments can serve as a strategic enabler of organizational performance.
THE ROLE OF EMPLOYEE ENGAGEMENT IN ENHANCING ORGANIZATIONAL PERFORMANCE Siswandri; Dhenny Asmarazisa; Catur Fatchu Ukhriyawati
International Journal of Social Science, Educational, Economics, Agriculture Research and Technology (IJSET) Vol. 5 No. 7 (2026): JUNE
Publisher : RADJA PUBLIKA

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Abstract

Employee engagement has become a critical determinant of organizational performance in today’s competitive business environment. This article explores the multidimensional nature of employee engagement, encompassing emotional, cognitive, and behavioral components, and examines the factors that influence it, such as leadership practices, organizational culture, recognition systems, and career development opportunities. Engaged employees demonstrate higher levels of productivity, innovation, and loyalty, which directly contribute to improved organizational outcomes. By analyzing both theoretical perspectives and practical strategies, this study highlights how transparent communication, participative decision-making, reward systems, and growth opportunities can enhance engagement. The article also emphasizes the importance of aligning employee goals with organizational objectives, fostering a supportive work environment, and recognizing achievements to sustain motivation. Findings suggest that organizations that prioritize employee engagement not only improve individual performance but also create resilient, high-performing teams capable of achieving long-term strategic success.
Co-Authors Adelmi Parera ahmad arifin Aini, Shayla Hurul Albert Efendi Pohan Alisa, Inayah Risqi Amin, Saifuddin Amiruddin Amiruddin Amsakar Achmad Ana Rio Fika Anderi Anderi Andi Kushermanto Andi Marta Andika Andika Aris Mulyadi Arna Suryani, Arna Arnesih Arnesih, Arnesih Arnold AF Sihombing Asniati Ayu Pratiwi, Ayu Aznendra Aznendra Aznendra Aznendra Bella Aprilia Bin A. Ghani, Muhammad Faizal Burhaini Burhaini Cahyo Budi Santoso Celina Cicilia Margaritha Deby Andriany Dede Willis Silalahi Dewi Kartika Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Dhenny Asmarazisa Diana Widyastika Dina Amalia Mahmudah Dino Manarso Donanda, Pronica Imel Edo Saputra Edwin Agung Wibowo Edwin Agung Wibowo, Edwin Agung Ervin Nora Susanti, Ervin Nora Erwin Erwin Fanny Islami Nasution Febiola Maria Tampubolon Firdaus Firman Arifianto Fitriansyah, Dimas Frans Hasibuan Gabriella Panjaitan Gandhi Sutjahjo Giriati, Giriati Hanafi Siregar Hans Cristian Hardono, Indra Hati, Ravika Permata Herman Herman Herman MS Ignasius Wahyudi Arianto Ika Listyawati Ilham Fajri Indra Yani Indria Sri Retnaningrum Intan Juniarti Iswahyudi Jasmine Afifah Jayana Salesti Julianda, Dedi Taufik Juniarti, Intan Kartika Simanjuntak Kartika, Erawati Kencana Bayuaji Kurniawati Ningsih Larasati Iman Syalsabillah Lilik Setyowati Linna Dhah Liawati Lukmanul Hakim Lukmanul Hakim Marhamah Marpaung, Junierrisa Maya Pratiwi Megawati Listyana Putri Mira - Yona Muhammad Firmansyah Muhammad Hidayat Muharam Muharam Muharam, Muharam Nita Oktaviani Nofrizal N Oktavianti Oktavianti Paras Faturohim Pradana, Ferian Anugrah Priyata Westraperdana Putri, Megawati Listyana Rahman Hasibuan, Rahman Rahmi Yuliana Raja Wulandari Putri Ramon Zamora Ravika Permata Hati RAVIKA PERMATA HATI Riani Dewi Dewi Ridho Saputra Ridwan Afandi Rika Malia Rika Rika Rika Yusman Rimayang Anggun L. P. Ramli Risa Opiani Risti Anastasya Rizki Eka Putra Rizki Eka Putra Rizki Eka Putra Rizki Eka Putra, Rizki Eka Rona Tanjung Rosdiana Rosdiana Saiful Lizan Sakila, Vira Rifatul Sam Feri Purwanto Santia Rahmadani Sari, Wanda Novita Saryati Endah Lisyanti Sastra Tamami Shafie Zabri Siallagan, Henny Anita Siburian, Egi Lianry Simatupang, Mona Rebeca Sipnarong, Sipnarong Siswandri Sri Andika Sri Langgeng Ratnasari Sri Mulyati Sri Mulyati Sri Mulyati Sri Wulandari Sriwati Sriwati Suci Suriani Suharsono Suharsono Supriadi Supriadi Surian, Surian Suwinto Syafruddin Syafruddin Tanjung, Rona Tawee, Seow Tibrani Tibrani Tibrani Tibrani, Tibrani Turki Muhammad Umul Hasanah Uray Ary Affandi Velya Tri Desi Via Lailatur rizki Winarso, Widyo Yuci Ariska Yudi Kurniadi Yudianto, Peri Yulniarmah Zikri Helmi Zulkifli Zulkifli